Whistleblower policy

Filed Under: About AIGA , governance

If any employee reasonably believes that some policy, practice, or activity of AIGA is in violation of law, a written complaint must be filed by that employee with the executive director or the board president.

It is the intent of AIGA to adhere to all laws and regulations that apply to the organization and the underlying purpose of this policy is to support the organization’s goal of legal compliance. The support of all employees is necessary to achieving compliance with various laws and regulations.

An employee is protected from retaliation only if the employee brings the alleged unlawful activity, policy, or practice to AIGA's attention and provides AIGA with a reasonable opportunity to investigate and correct the alleged unlawful activity.

The protection described here is only available to employees that comply with this requirement. AIGA will not retaliate against an employee who in good faith, has made a protest or raised a complaint against some AIGA practice or of another individual or entity with whom AIGA has a business relationship, on the basis of a reasonable belief that the practice is in violation of law, or a clear mandate of public policy.

AIGA will not retaliate against employees who disclose or threaten to disclose to a supervisor or a public body, any activity, policy, or practice of AIGA that the employee reasonably believes is in violation of a law, or a rule, or regulation mandated pursuant to law or is in violation of a clear mandate of public policy concerning the health, safety, welfare, or protection of the environment.